Comments - 4 Ways To Effectively Use Social Media To Screen Candidates - RecruitingBlogs2015-03-03T18:51:03Zhttp://www.recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1800574&xn_auth=noThanks, Paul.
IMHO, the resum…tag:www.recruitingblogs.com,2014-04-21:502551:Comment:18007842014-04-21T17:33:15.765ZKeith D. Halperinhttp://www.recruitingblogs.com/profile/KeithDHalperin
<p>Thanks, Paul.</p>
<p>IMHO, the resume and pre-screen questions are the best places to get "basic facts" as relates to theri work skills. It comes down to this: the more places and the longer someone spends looking into someone's background, the greater the likelihood thattsomewhere, sometime they did something less than positive in their lives. So, if you're looking to weed people out for whatever reason, then dig as deep as you have time and money for. (That's what high-level background…</p>
<p>Thanks, Paul.</p>
<p>IMHO, the resume and pre-screen questions are the best places to get "basic facts" as relates to theri work skills. It comes down to this: the more places and the longer someone spends looking into someone's background, the greater the likelihood thattsomewhere, sometime they did something less than positive in their lives. So, if you're looking to weed people out for whatever reason, then dig as deep as you have time and money for. (That's what high-level background checks are for.) If you're NOT trying to dig up dirt (and/or spend a lot of time, resources doing so), stick to the resume and pre-screen questions up front.</p>
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<p>-kh</p> I don't mean someone from out…tag:www.recruitingblogs.com,2014-04-21:502551:Comment:18010092014-04-21T17:01:49.475ZPaul Petronehttp://www.recruitingblogs.com/profile/PaulPetrone
<p>I don't mean someone from outside the company to look at the social media pages. Instead, someone inside, but someone not involved in the hiring decision, just to get a few basic facts. Again, though, I'm not advocating for hiring decisions to be based on a candidate's social media pages. I'm just saying if you are going to look through them (and many people do), here's a good way to do it. </p>
<p>I don't mean someone from outside the company to look at the social media pages. Instead, someone inside, but someone not involved in the hiring decision, just to get a few basic facts. Again, though, I'm not advocating for hiring decisions to be based on a candidate's social media pages. I'm just saying if you are going to look through them (and many people do), here's a good way to do it. </p> @ Linda: " That's just sneaky…tag:www.recruitingblogs.com,2014-04-21:502551:Comment:18006912014-04-21T15:25:13.932ZKeith D. Halperinhttp://www.recruitingblogs.com/profile/KeithDHalperin
<p>@ Linda: " That's just sneaky." Yes indeed, and that's often why they hire us- to do the things that they shouldn't do in a way they can culpably deny doing it.</p>
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<p>:(</p>
<p>@ Linda: " That's just sneaky." Yes indeed, and that's often why they hire us- to do the things that they shouldn't do in a way they can culpably deny doing it.</p>
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<p>:(</p> I don't agree with having a t…tag:www.recruitingblogs.com,2014-04-21:502551:Comment:18006882014-04-21T13:41:47.788ZLinda Ferrante LoCicerohttp://www.recruitingblogs.com/profile/LindaLoCicero
<p>I don't agree with having a third party review their social media presence. That's just sneaky. I agree with Kelly, also, the fb posts have very little to do with their qualifications, especially if recruiters are doing their job!</p>
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<p>I don't agree with having a third party review their social media presence. That's just sneaky. I agree with Kelly, also, the fb posts have very little to do with their qualifications, especially if recruiters are doing their job!</p>
<p></p> Flipping through photo albums…tag:www.recruitingblogs.com,2014-04-19:502551:Comment:18007552014-04-19T01:41:54.592ZKelly Blokdijkhttp://www.recruitingblogs.com/profile/KellyBlokdijk
<p>Flipping through photo albums sounds legit. I agree that anything publicly posted online is public information.</p>
<p>But seriously what does that have to do with anyone's qualifications to do any particular job? </p>
<p>It amazes me that people actually believe they can determine someone's personality and/or anything else that could be remotely relevant to use as hiring criteria from viewing FB or any other social site. Who has that much time on their hands to go snooping around like that?…</p>
<p>Flipping through photo albums sounds legit. I agree that anything publicly posted online is public information.</p>
<p>But seriously what does that have to do with anyone's qualifications to do any particular job? </p>
<p>It amazes me that people actually believe they can determine someone's personality and/or anything else that could be remotely relevant to use as hiring criteria from viewing FB or any other social site. Who has that much time on their hands to go snooping around like that? </p> Thanks, Paul. This is very th…tag:www.recruitingblogs.com,2014-04-18:502551:Comment:18006632014-04-18T14:37:59.629ZKeith D. Halperinhttp://www.recruitingblogs.com/profile/KeithDHalperin
<p>Thanks, Paul. This is very thoughtful and pragmatic.</p>
<p>You've shown us that the goal is not to avoid discrimination, but to discriminate in a way in which our masters cannot be sued...You have learned much of the value of the Dark Side, young Jedi.</p>
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<p>-kh</p>
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<p>Thanks, Paul. This is very thoughtful and pragmatic.</p>
<p>You've shown us that the goal is not to avoid discrimination, but to discriminate in a way in which our masters cannot be sued...You have learned much of the value of the Dark Side, young Jedi.</p>
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<p>-kh</p>
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